Using data to effectively recruit and retain staff 5 th November - PowerPoint PPT Presentation

Using data to effectively recruit and retain staff 5 th November 2019

Introduction to the day & house-keeping @skillsforcare @sfc_LondonSE

How well do you know the social care sector…? 1) What’s the average turnover of care workers in London? 2) And what’s the average turnover rate for registered managers in London? 3) What’s the average hourly pay for a care worker in London? 4) What’s the percentage of care workers aged 55 and over in the South East? 5) What’s the percentage of care workers in the South East with a relevant social care qualification?

Answers Average turnover rate of care workers in London – 32.6% For domiciliary care services it’s 35%

Answers Average turnover rate for registered managers in London – 17.6% Almost a fifth of registered managers left their role in the previous 12 months

Answers Average hourly pay for a care worker in London - £8.41

Answers Percentage of care workers aged 55 and over in the South East – 20% The average age of a care worker is 41

Answers Percentage of care workers in the South East with a relevant social care qualification – 47% www.skillsforcare.org.uk/workforceintelligence

Adult Social Care Workforce Data Set (ASC-WDS) …. Known as ASC Workforce Data Set

What is it? • The Adult Social Care Workforce Data Set (ASC-WDS) is an online data collection service that covers the adult social care workforce in England. It was previously known as the National Minimum Data Set for Social Care (NMDS-SC). • The data collected in ASC-WDS helps Skills for Care identify workforce issues affecting the sector. This allows us to represent you to the Government, to the Department for Health and Social Care (DHSC), to the Care Quality Commission (CQC) and other key sector bodies. • It's the leading source of workforce information for the whole adult social care sector. • I’ll be showing you some examples later

https://www.skillsforcare.org.uk/adult-social- care-workforce-data/Workforce- intelligence/Home.aspx

Why join ASC-WDS? • Having an ASC-WDS account means you can access funding to train and upskill your staff. This is done via the Workforce Development Fund. • Existing ASC-WDS account holders from 20,000 work places value the service as the place to record all their staff training and qualifications. The service will soon provide alerts when training is going out of date as well as giving an overall view of your workforce.

What we’re building next We’re listening to user feedback coming in via the links at the top of each page in the service. Based on your feedback, our top three priorities are: • sorting - the ability to sort your staff records alphabetically • training expiry - you’ll see a flag to show where training has expired or will shortly expire • training report - we’re working on designs to show you what training and qualifications each worker has along with the ability to download that information. We’re testing these designs with users before moving into the build phase.

Training and qualifications We’re also designing a new area within the service for training and qualifications information. If you already have an ASC-WDS account your training data has been migrated and your feedback shows us that you really value this aspect of the service. We’re looking at defining and reporting against mandatory training, showing which qualifications are eligible for WDF, the ability to filter staff records based on different criteria, the ability to use your information as evidence for CQC and other valuable features.

New account holders – you can now join ASC-WDS When you’re ready to get set up, go to https://asc-wds.skillsforcare.org.uk and hit the ‘Create an account’ link.

Planning your recruitment

What’s the cost of recruitment? There are lots of variables when calculating the total cost of recruitment. Every care provider will have a different approach to how they cover for the loss of staff and what activities they do to recruit and replace them. Whilst retaining all staff may be an unachievable goal, knowing what the cost of recruitment is for your organisation can help you plan in practical ways to reduce it. See the template on our website, and the example: https://www.skillsforcare.org.uk/Recruitment- retention/planning-your-recruitment/planning-your-recruitment.aspx

Workforce planning Over half of employers we spoke to with a turnover rate of less than 10% had a workforce plan, which helps them to: • act strategically rather than reactively • target the right people with the right values, skills and behaviors • build on what they know works well • support staff development.

Workforce planning - resources

Why do you need to recruit? Reasons for recruitment – what are the main reasons? • Shout out your reasons for needing to recruit new staff

You need to recruit because… • A recent starter has left your organisation • Someone has retired • Someone has been dismissed • You’ve additional staffing needs because you’ve taken on more work/hours and need capacity • Someone has been promoted from the role, eg a carer has moved into a senior carer role

What worked well previously? Do you know where you recruited from, last time? Do you record this information in ASC-WDS? • Was it from another local organisation? • Was it a college leaver? • Was it an unemployed person or returner to work? How did you recruit last time? • Word of mouth/your staff • Adverts - online? Local press? Social media? Other? • JCP/Colleges/jobs fairs?

If you know why people leave… How will it help you in your recruitment campaign?

How do you compare with other employers?

The local market Where are you going to recruit from? • From within your organisation • Local labour market – unemployed and young people/school or college leavers • people already in work and looking to move – we know that 78% of leavers remain in adult social care

Growing your own ▪ Before looking outside, what potential do you have to promote someone who already works for your organisation? ▪ Would it be more cost effective to support existing staff to take on the new roles? ▪ Consider: T he cost of additional training and qualifications to the cost of a recruitment campaign, AND what could you claim via WDF, do you want to harness the existing knowledge and skills from staff, OR would you benefit from a new worker/fresh view? ▪ Think ahead – do you have a succession planning strategy?

The local labour market Where can you find this information? https://www.nomisweb.co.uk/reports/lmp/la/contents.aspx In time this information will be available on ASC-WDS

The local community Local intelligence • Using staff to recruit for you • Raising your visibility in the local area • Local colleges – do you know how many people are on Health and Social Care courses in your local area? • How many schools and colleges run these courses in your area and how connected are you?

https://www.camden.gov.uk/adult-community-learning

Succession planning A key way to help you plan ahead so you’re not always recruiting urgently to fill a gap is to look at your staff demographics. • How old are they? • Are staff due to retire? • What can you do to support staff to move into those roles? • How can you harness those years of expertise and experience to the benefit of the people who use your services?

Learning from others ▪ Making evidence-based decisions – look at the reports we publish and at some of the data science (learning using models and data to predict outcomes) – it’s not as technical as it may sound! ▪ Read our case studies and look at our resources ▪ Talk to your newest recruits – what was it that attracted them to the advert in the first place?

Thanks for listening! Lee Stribling Workforce Intelligence Project Manager E: lee.stribling@skillsforcare.org.uk M: 078113 92584 Connect with me on LinkedIn Follow me on Twitter: @sfc_LeeS

Using ASC-WDS – our approach Marisa Spice, Nellsar

Recruiting the right people

Varied challenges To attract, develop and retain a quality workforce ▪ Too many applicants The High wrong turnover without the right qualities. recruits rates ▪ Not enough applicants. Urgency High ▪ Can recruit OK but a high to vacancy recruit rates proportion of leavers.

The cost of getting it wrong ▪ The cost of replacing leavers. (www.cipd.co.uk). ▪ Potential negative impact on existing staff. ▪ Quality and continuity of care.

Using ASC-WDS data to monitor turnover • How soon after starting in post are people leaving? • A high number of people leaving within the first few weeks or months could indicate that you’re not taking on the right type of people • Benchmark your turnover against other local providers

What else is the data telling us about turnover?